Examples of PTR in Action
Last updated: October 12, 2021
Estimated reading time: 3 min
Preference
In hiring for similar roles, I’ve had success with self-proclaimed extroverts (like me!).
Tradition
We’ve had a great track record of hiring past and current counselors from the local summer camp.
⭐Requirement (START HERE!)
在招聘校园组织者时，一个必须具备的能力是迅速与不同的学生群体成员建立信任和关系。
How to manage toward the requirement while minding your P’s and T’s
Try this thought exercise:Picture some excellent relationship-builders you know. Are any of them not like you, or different from the mold of past hires? What makes them good at building trust and relationships? Could you see someone like them excelling in this role?
Bonus:You can make this a group exercise with other people on your team.
Preference
我喜欢放松一下，和同事喝酒聊天。
Tradition
自从五年前成立这个组织以来，我们一直在隔壁的体育酒吧度过周五的欢乐时光，当时我们是一个五人团队，在一个办公室工作。
⭐Requirement (START HERE!)
You want to provide regular opportunities for staff to bond and unwind so they can feel connected and energized.
How to manage toward the requirement while minding your P’s and T’s
Consider:Is there anyone on your team who might be unequally served by your existing tradition?* (e.g.: people who don’t/can’t drink; people who commute by driving; remote or underaged staff.)
- If no one:太好了!保持你的传统，但随着新成员的加入或组织的发展，要与自己和你的团队保持联系。
- If yes: Rethink this tradition (and maybe ask those who participate or speak up the least for their ideas on alternatives, while letting them know you’re really open to change).
*Remember:仅仅因为他们参与其中，并不意味着他们喜欢它，或者从中受益。
Preference
As a manager, I like seeing things in writing and also do my best thinking that way. Plus, it’s how I was trained by my mentor, whom I really respect.
Tradition
我们发出了许多详尽的书面备忘录(带有脚注)。备忘录帮助我们把事情整理好，创造一个人们可以参考的记录。
⭐Requirement (START HERE!)
Our whole team is aware of key decisions and has opportunities to participate and give input. Because we value connection and collaboration, especially across lines of difference or position, we make the implicit explicit and aim for transparency whenever possible. Information is shared in ways people can process it and look back to it.
How to manage toward the requirement while minding your P’s and T’s
Notice:You’ve been evaluating a new manager’s performance based mostly on written work (your P and T, and often an example of white dominant culture within organizations). Their writing is good, but they mentioned it takes them a lot of extra time to meet the expectations. At the same time, they have real strengths using visuals, flow charts, and even video to communicate updates, which has really energized their team.
Ask:谁从当前对书面备忘录的关注中受益最大?谁被排除在外或被期望加倍努力工作?你可以在哪里拓展你的技能，并适应你目前的偏好和传统?
Act: Work with the manager/team to develop new norms that leverage people’s strengths. Upgrade your work to adapt to the team.
Preference
I prefer that we do three rounds of confirmations since I have found that to be most effective to get the response rate we need.
Tradition
We’ve always done phone confirmations because it’s an organizing best practice.
⭐Requirement (START HERE!)
To ensure high turnout, attendees should receive a confirmation contact at least 2 days before, with the aim to get confirmation from at least 50% of our list.
How to manage toward the requirement while minding your P’s and T’s
Ask: How have you done confirmations in the past?
Say: Attendees should receive a confirmation at least two days before the action. We want to have confirmation from at least 50% of our list. In my experience that takes about three rounds of contact, but it could be less. Best practice/tradition has been to do phone calls, but for this crowd, we can experiment with text messages or email if you think that can still get us to the requirement. What do you think will get us the best results?
Find additional resources on PTR:
return to Delegation main pagereturn to Equity & Inclusion main page